1. Family and Medical Leave Act
FMLA
Family and Medical Leave Act

2. FMLA
The Family and Medical Leave Act (FMLA) is a United States federal law requiring employers to provide employees job-protected unpaid leave
The FMLA is administered by the Wage and Hour Division of the United States Department of Labor
Signed into law in 1993

3. FMLA
Use for employee, employee’s family member or employee’s military service member

4. FMLA Protect employee’s job and status
Does not require the company to pay the employee
Sick, vacation, personal days may be used as well as Short- Term Disability if elected

5. Eligible FMLA
To care for a new child – birth of a son or daughter, adoption, or placement of a child in foster care
To care for a seriously ill family member – spouse, child or parent

6. Eligible FMLA To recover from an employee’s own serious illness
To care for an injured service member in the family
To address the qualifying exigencies arising out of a family member’s deployment

7. FMLA Medical certification is required
The 12 weeks of leave do not have to be consecutive
Intermittent leave or reduced schedule may be permitted
The company is required to continue health benefits

8. FMLA Guidelines
Upon return from FMLA leave, the employee will be restored to his/her original job or to an “equivalent” job
May come back to a different
property or slightly different
job

9. FMLA Eligibility Requirements
The employee must be employed by a company with 50 or more employees within a 75 mile radius
The employee must have worked for the company for at least 12 months
The employee must have worked at least 1,250 hours within the last 12 months
(May differ by state)

10. Non-eligible FMLA Employees in a company with fewer than 50 employees
Part-time workers who have worked less than 1,250 hours within the 12 months preceding the leave

11. Non-eligible FMLA
Employees who need time off to recover from short-term or common illness like a cold, or to care for a family member with a short-term illness
Employees who need time off for routine medical care such as check-ups

12. Non-eligible FMLA
Employees who need time off to care for seriously ill pets

13. FMLA – Next Steps
If an employee is out of the office for 3 consecutive days, and is not on vacation, contact the Human Resources department to determine FMLA eligibility

14. How to Submit Hours to Payroll
Once an employee is on ‘Leave’ status, Genie will no longer work
Managers must submit manual timesheets to
This is unpaid leave, so use any remaining sick and vacation hours on the submitted timesheets until the hours are exhausted or the employee returns to work

15. Sick & Vacation Time
While on FMLA, employees will not accrue sick hours or vacation hours
It is important to let HR know when the employee is back so that his/her status can be changed to ‘Active’ and he/she may start to accrue sick and vacation hours again

16. Contact Human Resources
Remember, if an employee is out for more than 3 days, contact the HR department immediately at

17. Reference Material
For more information, refer to our Personnel Policy Manual – Section 4:05, Page 51
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18. Appendix
FMLA Forms

19. FMLA Letter
15 Days

20. Identify the job functions the employee is unable to perform
First Page
Second Page
FMLA Certification
Is the employee unable to perform any of his/her job functions due to the condition?
Identify the job functions the employee is unable to perform
Your Name & property #

21. FMLA Certification Third Page
beginning and end dates for the period of incapacity
Fourth Page
FMLA Certification
part-time or reduced work schedule employee needs
reduced number of hours medically necessary?

22. Short Term Disability (STD)
Front
Back
Short Term Disability (STD)

23. Approval Notice
FMLA End Date
FMLA Start Date